I read with interest the Gartner, Inc. article on “change fatigue” and the three lessons to drive productivity without damaging workforce health. In times like these, it is indeed key to ensure that we focus on connecting with employees at a deeper level and engage with them in a meaningful way.
At AXA Asia and Africa, we pay particular attention to our employees’ well-being throughout the year. We conduct Pulse surveys globally twice a year to gather employees’ feedback and their insights on what we can do to improve the workplace and address matters that concern them most.
During periods when the majority of our global workforce was working from home due to COVID-19, we conducted “checking in” surveys – quick “check-in’s” on employees to find how they have been coping under challenging circumstances and what we, as employers, can do to better support them.
As we now gradually transition to returning to the office, we support employees on all fronts, from providing training to employees on pertinent information about COVID-19; providing guidance on what to expect in the “new normal” when back to the office, including safety and hygiene; and most importantly, the emotional, physical and psychological support that is available to employees.
As an example, at AXA ONE Health in Egypt, employees received teaser communication and training two months before returning to the office. On their first day at the office, breakfast was prepared for them and they were welcomed by the CEO.
In our Thailand business, Krungthai-AXA, employees received a welcome SMS a day before their return to the office, with the assurance that safety protocols and deep cleaning had been carried out in the offices. On their first day of return, employees received a welcome e-mail and a “CARE” welcome gift with a note handwritten by the CEO (see photos enclosed).
On a region-wide basis, we produced two ‘back to the office’ guides for our own staff and those of our partners, in collaboration with Columbia University and the WHO Centre for Global Mental Health.
In addition to various team building events, we hold special events such as Wellness Week where we focus on employees’ well-being, both physical and mental. We believe that while all the other factors cited are valid and important, without good mental health, employees cannot bring their best selves to work, which will ultimately impact the company as well as its employees.
We too have a Smart Working hybrid policy that allows employees to work flexibly between home and office, wherever is suitable and safe. However, ultimately, we believe that a commitment to employees’ well-being from top management is the most important factor to our business success so far, and will be key to AXA remaining top of the pack.
